--- title: Intermittent FMLA Explained description: Understand what intermittent FMLA is and why it’s vital. With intermittent leave, employees can take medical or family leave in smaller increments when needed. image: https://blog.axcethr.com/hubfs/intermittent-fmla-_1200-x-628-px_-_1_%20(1).webp --- - [Client Portal](https://www.axcethr.com/client-services/) - [Employee Login](https://www.axcethr.com/client-services/) [![AxcetHR Solutions Blog](https://blog.axcethr.com/hubfs/AxcetHR2021%20Blog/axcethr_logo_white%20(1).png)](https://www.axcethr.com/) - [About Us](https://www.axcethr.com/about-us/) - [Corporate Philantropy](https://www.axcethr.com/about-us/corporate-philanthropy/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [Values and Culture](https://www.axcethr.com/about-us/values-and-culture/) - [Kansas PEO](https://www.axcethr.com/about-us/kansas-peo/) - [Missouri PEO](https://www.axcethr.com/about-us/missouri-peo/) - [Careers](https://axcethrsolutions.prismhr-hire.com/) - [Why Axcet](https://www.axcethr.com/why-axcet/) - [Why Choose Axcet?](https://www.axcethr.com/why-axcet/) - 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[Employee Safety & Risk Management](https://blog.axcethr.com/topic/employee-safety-risk-management) - [Employee Benefits](https://blog.axcethr.com/topic/employee-benefits) - [All about COVID-19 in the Workplace](https://blog.axcethr.com/topic/covid19) - [Kansas & Missouri HR News](https://blog.axcethr.com/topic/kansas-and-missouri-hr-news) - [Kansas City Interest News](https://blog.axcethr.com/topic/kansas-city-interest-news) - [PEO/HRO](https://blog.axcethr.com/topic/peo) - Choose Topic: - [Human Resources](https://blog.axcethr.com/topic/human-resources) - Payroll Administrations - [Employee Safety & Risk Management](https://blog.axcethr.com/topic/employee-safety-risk-management) - [Employee Benefits](https://blog.axcethr.com/topic/employee-benefits) - [PEO](https://blog.axcethr.com/topic/peo) Play Audio Intermittent FMLA Explained 5:26 # Mastering Intermittent FMLA in Your Business By [Jeanette Coleman, SPHR & SHRM-SCP](https://blog.axcethr.com/author/jeanette-coleman) on [May 01, 2025](https://blog.axcethr.com/intermittent-fmla-explained) 4 min read [0 comment(s)](https://blog.axcethr.com/intermittent-fmla-explained#comments-listing) Share this: - - - - [whatsapp://send?text=https://blog.axcethr.com/intermittent-fmla-explained](whatsapp://send?text=https://blog.axcethr.com/intermittent-fmla-explained) - [mailto:?subject=Intermittent%20FMLA%20Explained&body=https://blog.axcethr.com/intermittent-fmla-explained](mailto:?subject=Intermittent%20FMLA%20Explained&body=https://blog.axcethr.com/intermittent-fmla-explained) ![Axcet HR expert Jeanette Coleman breaks down how to manage intermittent FMLA leave and stay compliant](https://blog.axcethr.com/hs-fs/hubfs/intermittent-fmla%20(1).webp?width=1200&height=800&name=intermittent-fmla%20(1).webp) When one of your employees needs time away from work to care for a serious health condition—their own or a family member's—the law is clear: eligible employees are entitled to job-protected leave under the Family and Medical Leave Act (FMLA). But what happens when that leave doesn’t come in one long stretch? Intermittent FMLA leave is one of the most misunderstood and challenging aspects of managing employee absences. It doesn’t just raise compliance questions—it affects scheduling, workload distribution and team morale, especially in smaller organizations where every employee plays a critical role. As a certified HR professional and Director of HR at Axcet, I work closely with business leaders across the country who are navigating this issue. My goal here is to simplify what intermittent FMLA is, clarify your responsibilities as an employer and help you manage these requests lawfully and confidently. RELATED: [FMLA Rules - FAQs and Compliance Checklist >>](https://blog.axcethr.com/fmla-rules-faqs-and-compliance-checklist) ## Who Qualifies for Intermittent FMLA Leave? Intermittent FMLA leave is available to eligible employees working for a covered employer: - A covered employer is one that has 50 or more employees for at least 20 workweeks in the current or previous calendar year. - Eligible employees must have worked for the employer for at least 12 months and have logged a minimum of 1,250 hours during the prior 12 months. Intermittent FMLA leave allows employees to take time off in separate blocks due to a serious health condition or the serious health condition of a qualifying family member. The leave might span a few hours, days, or weeks over time—rather than one extended period. 💡 Tip: Always review applicable state laws, as they may expand employee protections or eligibility. RELATED: [Do Holidays Count Towards FMLA? >>](https://blog.axcethr.com/ask-the-expert-how-does-fmla-work-during-the-holidays) ## Intermittent vs. Continuous FMLA Leave Employees using intermittent FMLA leave draw from the same 12-week total as those taking continuous leave. The difference lies in how that time is used: - **Continuous leave** = an unbroken 12-week absence - **Intermittent leave** = leave taken in non-consecutive blocks of time - **Reduced schedule leave** = a consistent reduction in hours per day or week Employers must track all variations accurately against the employee’s total 12-week entitlement. [![FMLA Leave for Mental Health Conditions](https://no-cache.hubspot.com/cta/default/2652187/0db16ae4-de1c-48c7-84b7-2d06e75e2ff3.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/0db16ae4-de1c-48c7-84b7-2d06e75e2ff3) ## When Intermittent FMLA Applies (and When It Doesn’t) Federal law requires employers to allow intermittent leave when it is medically necessary for the treatment or recovery of a serious health condition. Examples include: - Ongoing cancer treatment or dialysis - Recovery periods after surgery - Mental health therapy sessions - Caring for a spouse with a chronic condition However, intermittent leave for bonding with a new child is treated differently. If an employee requests intermittent FMLA for baby bonding (not related to a medical need), employers may deny that request and require the employee to take leave in a continuous block. 📌 If the newborn or newly placed child has a serious health condition, intermittent leave must be permitted. RELATED: [What's the Difference Between Short-Term Disability and FMLA Leave? >>](https://blog.axcethr.com/what-is-the-difference-between-short-term-disability-fmla-leave) ## Managing Reduced Schedule Leave Reduced schedule leave is a type of intermittent FMLA where the employee works fewer hours per day or fewer days per week due to a documented medical need. Employers should: - Request a clear medical certification - Track the missed hours and calculate the equivalent leave taken - Consider a temporary job transfer if needed for operational continuity ✅ Temporary transfers must offer the same pay and benefits and be better suited to the leave schedule. [![understanding today's paid sick leave laws](https://no-cache.hubspot.com/cta/default/2652187/11896f75-d245-4440-b8d0-ad626c117dde.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/11896f75-d245-4440-b8d0-ad626c117dde) ## Can Employees Take Intermittent FMLA Leave Every Year? Yes, if the serious health condition is ongoing and properly documented, employees may be eligible to use intermittent FMLA leave on a recurring, annual basis. The U.S. Department of Labor reaffirmed in a  [February 2023 opinion](https://www.dol.gov/sites/dolgov/files/WHD/opinion-letters/FMLA/2023_02_09_01_FMLA.pdf) letter that employees with valid, certified health conditions can take intermittent or reduced schedule leave year after year, provided they do not exceed their 12-week entitlement within each 12-month period. 📎 Special rules apply to military caregiver leave, which allows up to 26 weeks in a 12-month period. RELATED: [Unraveling the FMLA in Uncommon Situations >>](https://blog.axcethr.com/unraveling-the-fmla-in-uncommon-situations) ## Job Protections and Employer Flexibility Employees on intermittent leave are entitled to job protection. When possible, employees should make a reasonable effort to schedule treatment so it doesn't disrupt business operations. ### Employers can: - Require advance notice (when possible) - Temporarily transfer the employee to a more suitable role - Request medical certification and periodic recertification ### Employers cannot: - Interfere with or discourage the use of FMLA leave - Penalize employees for intermittent absences that are protected under FMLA [![HR compliance services for small businesses from Axcet HR Solutions](https://no-cache.hubspot.com/cta/default/2652187/interactive-189255892628.png)](https://blog.axcethr.com/hs/cta/wi/redirect?encryptedPayload=AVxigLIQf8Pl7YNP9EM3In11DPz5B%2BbhFY%2FMcik2ahUZizqPocBjP%2F2ryJfrCK2hdn9t2FsEZDl%2BeXCMrcezUvAWRS1g%2Bv0lf6xM0OnbvfS9Fzlw9j2C%2B2ZdvpDXu9g8QS0tCHbfWOfkZlnsqHNg6dS%2FTJ0%2Bieo4O7S2Nu0yrCyxNeAc7m%2Fv2PnPMtbQn2AaOw7mla%2BIgmQXrZa77N8FtHB7u1V1GS%2FWl1svVGw%2Fvj2waeUb7nhoxRINOvxjKCfzmJKVRWZVyLhJ6mYIfnNDRslrw8o6oDHzjA%3D%3D&webInteractiveContentId=189255892628&portalId=2652187) ## Final Thoughts: Clarity, Compliance and Compassion Intermittent FMLA leave is complicated, but with the right structure in place, it doesn't have to derail your business. At Axcet HR Solutions, we help small and mid-sized businesses stay compliant with the FMLA—providing guidance on documentation, leave tracking, and communication strategies that protect both the organization and its employees. If you need support navigating intermittent FMLA requests, our certified [HR services](https://www.axcethr.com/services/human-resources/) team is ready to help you manage leave lawfully, efficiently and with empathy. [Connect with Axcet HR Solutions to learn more »](https://www.axcethr.com/schedule-consultation/) [![Axcet HR Solutions HR PEO Services](https://no-cache.hubspot.com/cta/default/2652187/0493cc9b-7dee-475d-83a9-006fd2eab55c.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/0493cc9b-7dee-475d-83a9-006fd2eab55c) [![Jeanette Coleman, SPHR & SHRM-SCP](https://blog.axcethr.com/hs-fs/hubfs/Jeanette-04.jpg?width=80&height=80&name=Jeanette-04.jpg)](https://blog.axcethr.com/author/jeanette-coleman) Written by #### [Jeanette Coleman, SPHR & SHRM-SCP](https://blog.axcethr.com/author/jeanette-coleman) Jeanette Coleman, SPHR, SHRM-SCP, is the Director of Human Resources at Axcet HR Solutions, where she has contributed her expertise for over 21 years. As a leader in the HR industry, she holds advanced certifications as a Senior Professional in Human Resources (SPHR) and SHRM-Senior Certified Professional (SHRM-SCP). Jeanette oversees HR strategy and operations, ensuring Axcet delivers exceptional HR services that help small and mid-sized businesses stay compliant and grow. With a Master’s degree in Human Resource Management from Keller Graduate School and a Bachelor of Science in Business Administration from Kansas State University, Jeanette is well-equipped to lead and support clients in navigating complex HR challenges. Throughout her 15-year tenure as Director of Human Resources, she has been instrumental in positioning Axcet as the Midwest’s largest and premier Professional Employer Organization (PEO). Her previous roles at Axcet include Director of Employee Benefits and Senior HR Consultant, where she gained extensive experience in HR outsourcing, and employee risk management. Jeanette’s expertise has been recognized through industry and regional publications. She co-authored the article “High-Touch in the Age of High-Tech: How PEOs Can Embrace AI Without Losing Their Humanity” (https://peoinsider.org/articles/high-touch-in-the-age-of-high-tech-how-peos-can-embrace-ai-without-losing-their-humanity/) for PEO Insider (March 2026), alongside Jo McClure, and was featured in Ingram’s Magazine in a Q&A (https://ingrams.com/article/qa-with-jeanette-coleman/) discussing generational change, technology, and workplace culture. These contributions reflect her perspective on balancing innovation with the human side of HR. Jeanette’s leadership reflects her deep commitment to helping businesses thrive through strategic, compliance-driven HR solutions. Through her writing, she shares insights on HR strategy, compliance, and best practices to help employers confidently manage their workforce. Published in: PEO Insider and Ingram's Read more [View all posts →](https://blog.axcethr.com/author/jeanette-coleman) ### Get HR Updates ### Table of Contents ### Related Resources - [services Human Resources](https://www.axcethr.com/services/human-resources/) - [services HR Compliance](https://www.axcethr.com/services/human-resources/hr-compliance-specialist/) #### [Creative Recruitment Strategies to Attract Top Talent in 2025 ![Axcet HR Solutions consultant and blog post author shares expert recruitment strategies for small and mid-sized businesses](https://blog.axcethr.com/hubfs/3-Creative-Recruitment-Strategies-_1200-x-628-px_%20(1).webp)](https://blog.axcethr.com/3-creative-employee-recruitment-strategies-that-really-work) #### [![Common Interview Questions That Are Actually Illegal](https://blog.axcethr.com/hubfs/interview.jpg) Common Interview Questions That Are Actually Illegal](https://blog.axcethr.com/common-interview-questions-that-are-actually-illegal) ## Let us know what you think... ![AxcetHR Blog](https://blog.axcethr.com/hubfs/AxcetHR2021%20Blog/axcethr_logo_white%20(1).png) - [Why Axcet](https://www.axcethr.com/why-axcet/) - [What We Stand For](https://www.axcethr.com/about-us/what-we-stand-for/) - [Expertise](https://www.axcethr.com/expertise/) - [Employee Benefits](https://www.axcethr.com/services/employee-benefits/) - [Human Resources](https://www.axcethr.com/services/human-resources/) - [Payroll Services](https://www.axcethr.com/services/payroll-and-tax-administration-services/) - [Risk Management](https://www.axcethr.com/services/workers-comp-and-employee-safety-risk-management/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [Subscribe to Latest Resources](https://www.axcethr.com/subscribe-to-the-latest-resources/) - [Resource Library](https://www.axcethr.com/expertise/resource-library/) - [\[ Client Portal \]](https://www.axcethr.com/client-services/) - - - - - Search for: Copyright © 2023 Axcet HR Solutions – Kansas City's PEO Since 1988 | [Privacy Policy](https://www.axcethr.com/privacy-policy/) | [Terms and Conditions](https://www.axcethr.com/terms-conditions/) | [**Join our Team – Careers »**](https://axcethrsolutions.prismhr-hire.com/) 10975 Grandview Drive Suite 200, Corporate Woods Building 27, Overland Park, KS 66210 | Call us: 913-383-2999 *The IRS does not endorse any particular For more information on [certified professional employer organizations](https://www.axcethr.com/why-axcet/certified-peo/), go to [www.irs.gov](https://www.irs.gov).* Remove cookies ![](https://dc.ads.linkedin.com/collect/?pid=43031&fmt=gif) ```json { "@context" : "https://schema.org", "@type" : "BlogPosting", "author" : { "@type" : "Person", "name" : "Jeanette Coleman, SPHR & SHRM-SCP", "url" : "https://blog.axcethr.com/author/jeanette-coleman" }, "dateModified" : "2025-08-05T17:59:19.031Z", "datePublished" : "2025-05-01T13:00:00.000Z", "headline" : "Intermittent FMLA Explained", "image" : [ "https://blog.axcethr.com/hubfs/intermittent-fmla-_1200-x-628-px_-_1_%20(1).webp" ], "mainEntityOfPage" : { "@id" : "https://blog.axcethr.com/intermittent-fmla-explained", "@type" : "WebPage" }, "publisher" : { "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.axcethr.com/hubfs/_logo_axcethr_primary.png" }, "name" : "Axcet HR Solutions" } } ``` ```json { "@context" : "https://schema.org", "@id" : "https://www.axcethr.com/#organization", "@type" : "Organization", "address" : { "@type" : "PostalAddress", "addressCountry" : "US", "addressLocality" : "Kansas City", "addressRegion" : "MO" }, "aggregateRating" : { "@type" : "AggregateRating", "bestRating" : "5", "ratingValue" : "5", "reviewCount" : "100" }, "areaServed" : { "@type" : "Country", "name" : "United States" }, "award" : [ "IRS Certified Professional Employer Organization (CPEO)", "Award-Winning HR Solutions Provider", "SHRM Certified HR Professionals", "HRCI Certified HR Professionals" ], "contactPoint" : { "@type" : "ContactPoint", "areaServed" : "US", "availableLanguage" : "English", "contactType" : "Customer Service" }, "description" : "Award-winning Professional Employer Organization (PEO) providing comprehensive HR solutions, payroll services, employee benefits, and risk management to small and mid-sized businesses. 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But what happens when that leave doesn’t come in one long stretch? Intermittent FMLA leave is one of the most misunderstood and challenging aspects of managing employee absences. It doesn’t just raise compliance questions—it affects scheduling, workload distribution and team morale, especially in smaller organizations where every employee plays a critical role. As a certified HR professional and Director of HR at Axcet, I work closely with business leaders across the country who are navigating this issue. My goal here is to simplify what intermittent FMLA is, clarify your responsibilities as an employer and help you manage these requests lawfully and confidently. RELATED: FMLA Rules - FAQs and Compliance Checklist >> Who Qualifies for Intermittent FMLA Leave? Intermittent FMLA leave is available to eligible employees working for a covered employer: A covered employer is one that has 50 or more employees for at least 20 workweeks in the current or previous calendar year. Eligible employees must have worked for the employer for at least 12 months and have logged a minimum of 1,250 hours during the prior 12 months. Intermittent FMLA leave allows employees to take time off in separate blocks due to a serious health condition or the serious health condition of a qualifying family member. The leave might span a few hours, days, or weeks over time—rather than one extended period. 💡 Tip: Always review applicable state laws, as they may expand employee protections or eligibility. RELATED: Do Holidays Count Towards FMLA? >> Intermittent vs. Continuous FMLA Leave Employees using intermittent FMLA leave draw from the same 12-week total as those taking continuous leave. The difference lies in how that time is used: Continuous leave = an unbroken 12-week absence Intermittent leave = leave taken in non-consecutive blocks of time Reduced schedule leave = a consistent reduction in hours per day or week Employers must track all variations accurately against the employee’s total 12-week entitlement. When Intermittent FMLA Applies (and When It Doesn’t) Federal law requires employers to allow intermittent leave when it is medically necessary for the treatment or recovery of a serious health condition. Examples include: Ongoing cancer treatment or dialysis Recovery periods after surgery Mental health therapy sessions Caring for a spouse with a chronic condition However, intermittent leave for bonding with a new child is treated differently. If an employee requests intermittent FMLA for baby bonding (not related to a medical need), employers may deny that request and require the employee to take leave in a continuous block. 📌 If the newborn or newly placed child has a serious health condition, intermittent leave must be permitted. RELATED: What's the Difference Between Short-Term Disability and FMLA Leave? >> Managing Reduced Schedule Leave Reduced schedule leave is a type of intermittent FMLA where the employee works fewer hours per day or fewer days per week due to a documented medical need. Employers should: Request a clear medical certification Track the missed hours and calculate the equivalent leave taken Consider a temporary job transfer if needed for operational continuity ✅ Temporary transfers must offer the same pay and benefits and be better suited to the leave schedule. Can Employees Take Intermittent FMLA Leave Every Year? Yes, if the serious health condition is ongoing and properly documented, employees may be eligible to use intermittent FMLA leave on a recurring, annual basis. The U.S. Department of Labor reaffirmed in a  February 2023 opinion letter that employees with valid, certified health conditions can take intermittent or reduced schedule leave year after year, provided they do not exceed their 12-week entitlement within each 12-month period. 📎 Special rules apply to military caregiver leave, which allows up to 26 weeks in a 12-month period. RELATED: Unraveling the FMLA in Uncommon Situations >> Job Protections and Employer Flexibility Employees on intermittent leave are entitled to job protection. When possible, employees should make a reasonable effort to schedule treatment so it doesn't disrupt business operations. Employers can: Require advance notice (when possible) Temporarily transfer the employee to a more suitable role Request medical certification and periodic recertification Employers cannot: Interfere with or discourage the use of FMLA leave Penalize employees for intermittent absences that are protected under FMLA Final Thoughts: Clarity, Compliance and Compassion Intermittent FMLA leave is complicated, but with the right structure in place, it doesn't have to derail your business. At Axcet HR Solutions, we help small and mid-sized businesses stay compliant with the FMLA—providing guidance on documentation, leave tracking, and communication strategies that protect both the organization and its employees. If you need support navigating intermittent FMLA requests, our certified HR services team is ready to help you manage leave lawfully, efficiently and with empathy. Connect with Axcet HR Solutions to learn more »", "author" : { "@id" : "https://blog.axcethr.com/author/jeanette-coleman#author", "@type" : "Person", "name" : "Jeanette Coleman, SPHR & SHRM-SCP", "url" : "https://blog.axcethr.com/author/jeanette-coleman" }, "dateCreated" : "2025-05-01", "dateModified" : "2025-08-05", "datePublished" : "2025-05-01", "description" : "When one of your employees needs time away from work to care for a serious health condition—their own or a family member's—the law is clear: eligible employees are entitled to job-protected leave under the Family and Medical Leave Act (FMLA). But what happens when that leave doesn’t come in one long stretch? 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